We know that change can be hard. For some organizations, change may be part of the culture, but that doesn’t mean it’s easy on employees. Creating an environment where employees feel supported can help employees navigate change more easily. In a recent study by the American Psychology Association, 9 out of 10 employees said they want their employer to value their emotional and psychological welfare – and provide relevant support. According to the Conference Board, Gen Zers, who represent nearly a third of the workforce, want their employers to support their physical and psychological safety and their pursuit of mental and physical wellness.
Change can be a new system implementation project, adding a team member to your department, or going through a large-scale organizational change like a merger. Taking time to understand and prepare yourself and your team for the disruption can go a long way to maintaining smooth operations and retaining employees through the transition.
When a previous employer aquired a much smaller firm, I thought how fortunate the new employees were to get better pay, benefits, and career opportunities by joining a large firm. I failed to realize the emotions they felt losing their small, close-knit culture and connections knowing everyone at their firm. We could have made a better effort to understand what they were going through and found more opportunities for team building and making new connections.
A lot of change typically happens with organizations at the beginning of the year. Here are some ways to support yourself and others through change and have a more cohesive 2025:
- Understand your Personal Response
- By considering your own feelings, you can be honest with yourself, your team or your manager. While this can feel vulnerable, it will help you address the source of what you are feeling. As a leader, you can talk through how you are addressing your concerns, too.
- Create a Safe Environment
- Maintain Open and Transparent Communication. A lack of information is a prime environment for rumors and storytelling. Encourage updates and share information regularly, even if it’s incomplete. Transparency builds trust and reduces uncertainty.
- Seek Feedback: Regularly ask for feedback to gauge understanding and address concerns proactively.
- Practice Empathy: Show empathy for others’ feelings and experiences. Validate their emotions and let them know you understand.
- Build Strong Relationships
- Team Building Activities: Organize team-building activities to foster camaraderie and trust.
- Collaboration: Encourage collaboration and teamwork to create a sense of unity.
- Provide Support and Resources
- Training and Development: Offer ongoing training and development opportunities to prepare leaders to manage teams effectively.
- Mentorship: Encourage mentorship or seek a mentor to provide guidance and support.
- Employee Assistance Programs (EAPs): Provide access to EAPs for emotional and mental health support.
It can be easy to think after the change has been implemented, the work is done. However, this is when managers should make it a priority to check in with their team to see how they are adjusting. Actively listening will not only make the team feel valued for their experience, but you can learn from successes or what could be improved for next time.
By applying these strategies, you can help your team navigate change more effectively, reduce stress, and build resilience. Remember, change is inevitable, but how we respond to it can significantly impact our overall well-being and success.
Need direction on your change management strategy or improving psychological safety at your organization? Contact carrie@wearecompass.com
